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Adverse impact is often used interchangeably with "disparate impact", which was a legal term coined in one of the most significant U.S. Supreme Court rulings on disparate or adverse impact: Griggs v. Duke Power Co., 1971. Adverse Impact does not mean that an individual in a majority group is given preference over a minority group.
The test results produced significant racial adverse impact, and confronted the City with a prima facie case of disparate-impact liability. That compelled them to "take a hard look at the examinations" to determine whether certifying the results would have had an impermissible disparate impact:
Griggs v. Duke Power Co., 401 U.S. 424 (1971), was a court case argued before the Supreme Court of the United States on December 14, 1970. It concerned employment discrimination and the disparate impact theory, and was decided on March 8, 1971. [1]
The alternative to a "disparate treatment" theory is a "disparate impact" theory. A disparate impact violation is when an employer is shown to have used a specific employment practice, neutral on its face but that caused a substantial adverse impact to a protected group, and cannot be justified as serving a legitimate business goal for the ...
On certiorari, the United States Supreme Court vacated the judgment of the Court of Appeals and remanded the case for further proceedings. Seven members of the Court (1) agreed that disparate impact analysis may be applied to allegedly discriminatory subjective or discretionary employment practices, and (2) agreed regarding certain aspects of the evidentiary standards applicable in such case
The workers appealed to the United States Court of Appeals for the Ninth Circuit, which reversed the District Court decision, stating the workers had made a prima facie case of disparate impact. The decision was based on statistics provided by the workers that showed a high percentage of nonwhite workers in the cannery jobs and a low percentage ...
Managing corporate social impact sprawl: How disparate purpose-related efforts can be assets, not a mess Dana O’Donovan, Kerri Folmer, Gabriel Kasper, Justin Marcoux September 12, 2023 at 2:00 PM
Smith v. City of Jackson, 544 U.S. 228 (2005), was a case decided by the Supreme Court of the United States on March 30, 2005. It concerned the Age Discrimination in Employment Act of 1967 (ADEA) and the disparate impact theory.